A Leading Perspectivehttp://blog.aleadingsolution.com
Pragmatic insights for the leader in youMon, 20 Mar 2017 18:29:47 +0000en-UShourly1https://wordpress.org/?v=4.5.13Networking, Inspiration, and Education; Preparing for #SHRM17http://blog.aleadingsolution.com/?p=3414
http://blog.aleadingsolution.com/?p=3414#respondMon, 20 Mar 2017 18:29:47 +0000http://blog.aleadingsolution.com/?p=3414Continue Reading]]>It’s springtime and for many of us, this means rebirth, growth and perhaps even “new life.” All around us, we see the signs. Before we know it, life will literally be buzzing around us. As HR professionals, we see this transformation in our work as well. Goals and objectives were developed earlier in the year and spring urges forth the execution of strategies, the allocation of resources and the development of the workforce. So much needs to be learned and done to ensure the goals are realized before winter settles upon us once again.

As my professional goals and objectives swirl around in head, I find my mind wondering to SHRM17. I have, for years, identified what sessions I am going to, what vendors I will visit, and who I will try to meet with based on what my own professional goals are for that year. This “just in time” assistance has served me well and I often come away with a clear outline of how I will spend the remainder of the year to ensure my goals are met.

This begs the question…what are your goals?

Is there a project that needs to be completed?

Is there a tool you need to learn more about?

Is there a customer with whom you are struggling to engage and communicate effectively?

Is there a concept you can’t quite wrap your head around?

Is there a desired outcome for a certain issue but, no matter how hard you try, you don’t know where to begin?

I urge you to give these things some thoughtful consideration over the next couple of weeks. Only then can you make your SHRM17 experience truly value added and aligned with your work.

Now, on to SHRM17. Here is some advice:

Networking

1) Spend some time reconnecting and rejuvenating quality professional relationships with people you work with or people you have already met. These discussions and “good times” will help sustain your network and, as you know, your network is a fantastic resource.

2) However, commit to meeting new people! Your network needs to grow and needs to diversify! If the thought of meeting new people scares you, use the SHRM app or social media to throw out teasers or invites.

“Hi everyone…I need some help with developing a better social media policy…who has time to meet and share ideas?” or

“I am new to recruitment and would love to hear some tips from the experts.” or

“My goodness, regression analysis is as complicated as healthcare…who knew? Can someone help?”

Inspiration

Complacency happens to the best of us and sometimes, we just need some inspiration to get us out of our professional ruts.

1) Keynote and Smart Stage presentations are a fantastic source for inspiration and motivation so make sure you carve out time to attend some of those.

2) Look up from your devices! There is inspiration all around you.

You’ll notice strangers sharing their ideas and expertise.

You’ll see professionals who are incredibly outside their physical and mental comfort zone; these folks will energize you simply by showing their commitment and determination.

Take the time to talk to the presenters and you’ll quickly learn how passionate they are about the topic at hand.

Forget about the sales pitch in the vendor hall and, instead, pay attention to the innovation of the products and services; you’ll quickly realize that HR is a pretty cool, and often high tech career choice.

3) Talk to the people you’re sitting next to, strike up a conversation with the person on the bus and goodness, pass the time in line (there are a lot of lines) getting to know the person next to you. You’ll learn that your peers in this profession are generous and kind and I promise you they will serve as a tremendous source of inspiration.

Education

SHRM17, at its core, is for professional development. There are hundreds of sessions presented by experts offering instruction, philosophy, tips, lessons learned, or insight. The sessions are short enough to keep your interest and long enough to satisfy your curiosity.

1) Amplify the concurrent sessions by doing these things:

Get or review the slide decks ahead of time so you can make sure the content is what you really want to learn about. Once you commit to the session, take only those notes that are going to be helpful and personal to you.

Before you leave the session, ask the person who sat next to you what he/she got out of the session. More than likely, that person has a different perspective that will add value to your own.

Take time to meet the presenter and learn more about the subject and/or get his/her contact information so you can use him/her as a resource later.

2) Attend a Smart Stage presentation or two and introduce yourself to the presenter. These sessions are power packed sessions and the presenter is up there because he/she LOVES the topic. I am confident you will learn much should you connect with that person!

3) Attend some of the various meetings hosted by SHRM throughout the week.

4) Pay attention to the schedule in the vendor hall and attend demos on new products and services.

5) Read the SHRM blog; there are lots of people like me writing feverishly to keep you informed and educated.

There is simply a TON of different ways to learn at this conference. Soak it all up and get your money’s worth!

I need to wrap this blog up because you’ve got work to do! Here is a summary of my advice:

Identify your goals for the year or upcoming months soon…certainly no later than a week or two before you head to New Orleans.

Identify some things you could do or people you could meet during SHRM17 to help move the dial a bit.

Carol Strider (aka Heather’s mom)

I was traveling a while ago and overheard someone say, “you did not lose the opportunity; someone simply wanted it more.”

I contemplated that statement…the entire context of the statement for that matter…for days.

I didn’t lose an opportunity; instead, it was taken by someone who wanted it more.

That’s deep!

And as I thought about all of the things I had assumed “were lost” I realized, fairly quickly, that indeed, I didn’t want them as much as someone else did.

I didn’t want to invest the time as much as someone else did.

I didn’t want to grow as much as someone else did.

I didn’t want to take the risk as much as someone else did.

I didn’t want to invite the stress as much as someone else did.

I didn’t want to expend the resources as much as someone else did.

It was a sobering mental exercise but I am thankful I did it. While it humbled me to no end, it also highlighted a theme or otherwise illuminated a specific, albeit personal issue.

I was comfortable and, as many business leaders can be, comfortable enough not to expend the effort often associated with a new opportunity.

My mental exercise communicated that I had become complacent in my comfort zone. It had been awhile since I’d been “hungry” and even longer since I had to hunt. I wasn’t proving I could respond and adapt to emerging challenges because honestly, I wasn’t putting myself in the path of conflict, barriers or growth.

The crazy thing is this; organizational performance, workforce and leadership development, and continuous improvement is what I do!

The irony!

Opportunities aren’t lost; someone just wanted them more.

When I realized I was more than a tad bit hypocritical, I committed right then and there to change, and I put together a plan of action to do so.

I identified my vision.

I identified what I needed to do in order to realize my vision. Specifically, I identified the who, what, where and how statements that would “get me there.”

I identified what values I would commit to or otherwise refuse to compromise along the way (and I added some that I refused to demonstrate…complacency being first and foremost).

I gave myself some goals and contacted people in my network who I believed could help me reach those goals.

From there, I created some action plans.

From there, I got to work.

What about you?

Are others taking your opportunities?Tell them to back off, and then get to work!

]]>http://blog.aleadingsolution.com/?feed=rss2&p=34060Does this country need more HR professionals?http://blog.aleadingsolution.com/?p=3397
http://blog.aleadingsolution.com/?p=3397#commentsFri, 15 Jul 2016 23:50:35 +0000http://blog.aleadingsolution.com/?p=3397Continue Reading]]>It’s been just shy of a month since SHRM16 took over our nation’s capital but nearly a month is fairly late for getting a “post-SHRM16” blog written.

To my credit, a lot has happened since that time; likewise, I have been mentally occupied so it was difficult for me to write much. But, better late than never and today, I hope this is a worthwhile read for you.

SHRM16 was my 6th National Conference; each year, I walk away inspired about my profession, my career, etc. This year was no different and I have a plethora of ideas mulling about in my head on how to improve things in my professional world.

However, the professional insights I received this year pale in comparison to the personal insights and inspirations with which I carried dearly back with me as I boarded my plane to Alaska.

You see, I am disheartened with the great divide affecting our beloved country. My heart can barely stand to read and watch the news nowadays. Friendships have been stressed or severed, work relationships have deteriorated, and partnerships have been severely strained because of prejudice, bigotry, perceptions, offenses, and the like.

It’s everywhere – you see it in neighbors who are guarded or judgmental, you hear it in the grocery lines, you observe it on the bleachers at your kids baseball game.

I see, I listen and I wonder,

“Why are we so committed to being right?”

“Why are we so committed to being better or winning?”

“Why are we so committed to putting others else in their place?”

“Why are we so committed to placing blame?”

“Why are we so committed to hurting people?”

I just don’t get it.

Hold that thought…

I, a Human Resources Professional for 20+ years, just don’t get it.

Am I different?

I think, perhaps I am.

As a Human Resources Professional, am I not trained to consider the totality of the circumstances? Do I not strive to identify what is fair and just?

As a Human Resources Professional, am I not trained to collaborate and compromise? Do I not strive to work towards solutions?

As a Human Resources Professional, am I not trained to look beyond stereotypes and assumptions? Do I not strive to consider one’s merit?

As a Human Resources Professional, am I not trained to accept and encourage responsibility? Do I not strive to hold myself and others accountable?

As a Human Resources Professional, am I not trained to protect people from the behaviors of others? Do I not strive to create within my workplace and model kindness and acceptance?

I am!

I do!

And for one week, one very special week in DC, I got to be around my peeps! Oh my goodness, I didn’t realize how much I needed a reprieve from the bad juju of this country until I was in a convention center stuffed to the gills with other HR folks.

We get it!

(Truth me told, I cried in the bathroom with two friends, Julie Stephens-Doyle and Rebecca Briley, and was comforted because they are as worried as I am. It made me feel less crazy, less paranoid, less alone!)

Sometimes, you just need to know you're not crazy. @brileyrebecca @hrjasClick To Tweet

But alas, here’s the sad truth…our country isn’t filled with HR professionals!

So this is where you come in…

Find them!

Develop them!

Mentor them!

I believe the values and beliefs of a great HR professional are the cornerstones of a great community.

Fairness

Collaboration

Compromise

Acceptance

Tolerance

Kindness

Generosity

So, dear and great HR professional, go forth! Do your jobs correctly!

Your willingness to model these values and corresponding behaviors in the workplace will be noticed and hopefully, they will spread to people’s homes, neighborhoods, churches, etc.

I’ll leave you with this:

I think we need more HR professionals…or at least more people who act like us.

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33971Purposeful HRhttp://blog.aleadingsolution.com/?p=3388
http://blog.aleadingsolution.com/?p=3388#respondMon, 20 Jun 2016 15:35:08 +0000http://blog.aleadingsolution.com/?p=3388Continue Reading]]>I’m here at SHRM16 milling about with thousands of other Human Resource Professionals. I was on a walk last night, proudly wearing my SHRM16 Blogger tshirt, and stepped into a joint to get some water. An employee of the store, referring to my shirt, asked, “what is SHRM?” which led to a discussion about HR.

HA! You should have seen the look on his face! He was not impressed. He excused himself as he needed to go clean the bathroom…and I giggled the whole way to the register. I think most people would rather wash toilets every day than deal with workplace or HR issues but that’s ok. If you don’t love it, don’t do it!

I love HR; I love everything about it. Many things are overwhelming and difficult, and that’s a high for me. Many things are common sense, but that lets me take a mental holiday and still seem amazingly brilliant! Many things are personal and that reminds me to be a caring, compassionate and empathic human.

What’s not to love about a career that offers these things?

Years ago, I learned that if I coupled my love for something with a purpose, I could do great things. I brought the love and my mentor gave me my purpose. I’m presenting about both of them on Wednesday during my Smart Stage presentation, The Value of HR.

I believe HR needs to ensure our activities are aligned with our purpose and, if they aren’t, we need to SERIOUSLY ask ourselves why we are doing them!

We all know contented cows give more milk. I believe HR and Leadership share the responsibility of making the employees content; however, HR has some specific roles in this regard. We must help facilitate two-way communication in the workplace. We must coordinate knowledge sharing, mentoring and coaching on teams. We must help managers and teams design the work to ensure we are plowing with plow horses and racing with racehorses. We must provide the tools, tangible and otherwise, to the workforce to help facilitate team building, development and effectiveness.

Purpose #2) Increase Organization’s Bottom Line

Why do so many of us settle for the assumption that HR is only a revenue sucking line item? I believe HR can and should be a source for increasing profits! We must analyze how our organizational structure affects efficiencies so we can implement changes that increase them. We must analyze our personnel costs and identify ways to decrease them without threatening employee satisfaction and retention. We must help review and improve operational and administration processes to decrease waste and redundancy and increase productivity, quality, customer satisfaction, etc. We must fully understand the organization’s business…including what it sells, who it sells it to, and who it is trying to steal the business from…in order to improve workplace planning and staffing. I could go on and on – HR can and should be a $ generating machine…we just do it from the inside!

Purpose #3) Increase Capacity of Organization’s Leadership

I believe HR has incredible influence with leadership and, as such, has the ability to effect self-awareness and improvement. Managers at all levels are good at their trade but they aren’t necessarily good leaders. HR professionals should be experts in communication and conflict resolution and mentor leaders accordingly. We must understand different leadership styles and help managers understand how and when to use them effectively. We should have creative problem solving skills and encourage/probe our managers to “think harder” when they find themselves in a pickle. We should understand human dynamics and help managers work with and for their teams. We should be fantastic networkers/relationship builders and should set the example in this regard.

Purpose #4) Decrease the Organization’s Risk

I believe HR needs to help ensure the organization doesn’t fall off a cliff. We must keep abreast of legislation and regulations as well as be knowledgeable about our grants and contracts to ensure we are compliant. We must train leadership and the workforce on topics ranging from safety to customer service to workplace behavior in order to decrease claims against the organization. We must ensure consistent application of policies and processes. We must ensure good faith treatment of all employees. And finally, we should be VERY GOOD at documenting all of these things so we can better defend the organization’s decisions should claims arise.

So there you have it, HR’s purpose! I believe it’s why we exist. It’s amazing how good I feel in the course of a day if I focus on this purpose or if I commit to this purpose. It’s powerful, this purpose, and I believe it adds authenticity and value to me, my profession and my organization.

You’re here at SHRM16 – you either came for the coffee and box lunches or you came to add to your own value…may I suggest you consider how you can fulfill your purpose?

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33880Get Certified; Stay Certified!http://blog.aleadingsolution.com/?p=3380
http://blog.aleadingsolution.com/?p=3380#respondMon, 20 Jun 2016 00:20:16 +0000http://blog.aleadingsolution.com/?p=3380Continue Reading]]>Years and years ago, I decided I wanted to get certified. This was no small deal; I had been raised in state government and NONE of my peers or supervisors were certified nor did any of them, as far as I could tell, see the value in it.

I began the slow process of preparing for my SPHR and, the day before I was to test (test to be taken with a #2 pencil, by the way), I made a commitment to myself that I would help others prepare for the arduous exam should I be successful at mine.

Two months later, I got my results.

I’ve been helping others ever since.

Everything about the exams has fascinated me – how the items are created, how the questions are randomly selected for each test, how eligibility is determined, etc.

As you can imagine, I was extremely interested when SHRM and HRCI split up…not because of the drama but because I was curious as to what this would mean for the current certified professionals, what it would mean for those mid-way through their own journeys – indeed, what it would mean for our entire profession!

But this curiosity paled in comparison to my thoughts on the herculean effort it takes to create such exams in the first place! This crazy complex task occupied my thoughts for quite some time and I doubted, ever so slightly, that SHRM could pull it off in a timely manner.

I was wrong!

Today I had the pleasure of meeting with Brian Dickson, Senior Vice President of the SHRM Certification Team. He took time out of his busy schedule during SHRM16 to give me the low-down on some updates in the certification arena.

Holy Toledo, Batman, there are some great updates!

In a mere two years, not only did SHRM manage to pull off two full cycles of the two certification exams with little to no hiccups (resulting in over 92,000 certified professionals to date), but the SHRM Certification folks have also created some terrific benefits to the HR community.

SHRM has translated the learning system and both of the exams into Spanish.

Recognizing that a large percentage of its membership and HR professionals have Spanish as their primary language, SHRM “met them where they are.” Exams will be offered in Spanish every other testing cycle each year.

SHRM is committed to supporting the global community and is planning on repeating this tremendous task in other languages in years to come.

SHRM is doing a data gathering and analysis with HR Practitioners around the globe.

From this, SHRM will be able to ensure the Body of Knowledge (BoK) is relevant and up to date. In addition, SHRM will be able to add information to the Learning Materials to make them more robust and comprehensive. This will ensure SHRM can continue to offer a thorough and effective roadmap for HR Professional development.

SHRM has created an App for SHRM Certification.

How awesome is that?

It has been in the beta-testing stage but starting Monday, SHRM16 attendees can demo this application in the SHRM Certification Lounge. The App will allow HR Pros to do a variety of things:

* Keep track of their certification hours in real time.
* Find certified courses within a specified geographic area.
* Re-certify when the time comes.
* Based on registration at approved conferences, courses, workshops, etc., enjoy “auto-updates” based on attendance.

SHRM is completing the accreditation process and hopes to receive full accreditation soon.

All of that in two years time! Holy Toledo, Batman, that is impressive!

If you’re at SHRM16, may I suggest you head across the street to the SHRM Certification Lounge and get some more details. If you’re not at SHRM16, I’ve got another great idea: head on over to the SHRM Certification website! It’s loaded with good information.

I’ll leave you with this. I have been certified for years and I’ve been an advocate for certification for just as long. Today, I am proud of SHRM and very excited about the future of its competency-based certification program.

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33800Mindfully Including Howard Rosshttp://blog.aleadingsolution.com/?p=3376
http://blog.aleadingsolution.com/?p=3376#respondFri, 17 Jun 2016 21:43:31 +0000http://blog.aleadingsolution.com/?p=3376Continue Reading]]>Years ago, I was a member of my local SHRM Chapter and was helping our current president recruit for new Board Members. On one particular year, the Diversity Chair position was vacant and so I offered to help recruit for that position.

I had been in HR for a fairly long time so of course I knew what the word, “diversity” meant; thankfully, I also knew a little bit about what the Board Member seat was responsible for. But what I did not know at the time was how limited I was in my thinking about the word and certainly how limited I was in my thinking about someone who was in charge of “it.”

It was not until the following year, during a SHRM conference as a matter of fact, that I realized just how limiting my own perspective had been. At the time, it was Joe Gerstandt who opened my eyes to this and for that I am forever grateful.

This year, I look forward to meeting Howard Ross, Founder and Chief Learning Officer for Cook Ross, Inc. For the past 27 years, he has managed this global firm specializing in Organizational Transformation. Mr. Ross is passionate about a variety of things but with Cook Ross, he shines in his advocacy for high performing organizations that find the balance between advancing people, performance and profits.

Years ago, Mr. Ross started to notice a pattern with his clients; they would attend his sessions and/or participate in his events, get fired up or otherwise get motivated to execute a few changes, but a few years later, they would have fallen back into their old habits. (Trust me when I say this…this is frustrating! All the resources and effort…wasted! And the outcomes? No longer positive.) But it happens…because old habits die hard and it’s difficult even in the best of circumstances to change what we have been conditioned to do.

During this time, Mr. Ross was also satisfying his rabid curiosity about different cultures and religions and, just for kicks and grins, was researching the neuro and cognitive sciences to get a better understanding of how our minds gets conditioned, how they then work, and how difficult it is to turn those things around. (I’m not quite sure how he managed to raise a family, run a business and get any sleep during this time so I am curious as to what other super powers we may discover during his session.)

Mr. Ross put all of this research to good use when he authored two books, “Everyday Bias” and “Reinventing Diversity” and then, as if these accomplishments weren’t enough, started sharing his knowledge and expertise with SHRMies like us! (Certainly presenting at SHRM National is the pinnacle of anyone’s career, correct?)

What you’re learn about Mr. Ross is that he cares about individuals he meets, those with whom he connects. He wants to make a positive difference in their lives and, indirectly, in the lives of those with whom they connect. That being said, I asked him what the key takeaways would be for participants of his session, and he offered three things that make it a tempting session for you indeed!

Understand (and appreciate) that bias is normal. Mr. Ross believes we need to quit “demonizing” the word and, instead, recognize it is a natural inclination or prejudice. That being said, we can either quit being afraid of the boogie man or we can start to minimize his impact on our sleep!

Identify a few activities or ideas that could help mitigate the impact that bias has on workforce processes and activities. Mr. Ross doesn’t believe HR Professionals are limited by anything other than imagination in this regard. In other words, there is almost always a way to lessen the impact that our natural bias’ may have on things like recruitment and selection decisions, performance management outcomes, etc.

Instill a bug in our minds and hearts for thoughtfully creating better “systems” that can help eliminate the bias’ that negatively affect our fellow coworkers and/or potential coworkers. All it takes it courage, commitment and gumption and before long, we can have workforce processes that will be bias free.

I liked Mr. Ross, and I very much look forward to hearing his presentation. Mindful inclusion…he gets it…and in turn helps others get it. Moreover, he believes in it! I am confident his presentation will demonstrate his passion and commitment towards helping the HR community who, together, can create work communities that are truly diverse and special.

I plan on mindfully including Mr. Ross in my schedule; care to join me?

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33760Open Firehttp://blog.aleadingsolution.com/?p=3367
http://blog.aleadingsolution.com/?p=3367#commentsMon, 13 Jun 2016 03:31:11 +0000http://blog.aleadingsolution.com/?p=3367Continue Reading]]>Tomorrow would have been my mother’s 74th birthday. Nearly every year, I post something to honor her, whether it be here on the blog or via another medium.

I woke up today thinking of my dear mother. Lots of things crossed my sleepy mind such as her rules and values, her disappointments and dreams, and her fear and courage. I pondered the significant events that occurred this year that would have made her proud. I recalled the decisions and actions I have taken over the past year that were, in essence, driven by what she had instilled in me. I speculated about my year to come and connected my current desires and drive to the 21 years I was blessed with her presence. Slowly, I formulated a rough framework of my piece about her and got myself out of bed.

As my coffee brewed and filled my house with that delightfully comforting smell, I read the news.

I don’t know how long I sat there…long enough to let the fresh coffee grow tepid…but it was a lot to take in.

I felt sadness as I grieved for the families.

I felt horror as I realized how frightened the people in the club must have been.

I felt anger towards a man I do not know.

I felt confusion about a culture who has failed to protect those who need protecting.

I felt frustration over a system that claims to protect our liberties but often puts us all at risk.

I felt empathy for those who today, and in days and months to come, will live in fear and perhaps even deny themselves authenticity because of others’ hatred, bigotry and ignorance.

I felt guilt because really, how can I ever do enough to make our communities a better place?

My coffee untouched, I went about my day. I went to mass as I always do, went to work because I needed to, had a bite to eat with a friend because I wanted to, and went for a walk because I had the time to.

More than 50 people probably had similar plans for today but, tragically, they don’t get to.

Therefore, I am jotting down these words because I feel compelled to. While you may think the horrific events I learned about today have replaced my thoughts of my mother, in reality, they become one in the same.

I hurt today, I am affected deeply today, and I am outraged today because of my mother.

“Heather, learn about others…learn what makes them tick…it’ll be enlightening,” she would say.

“Heather, people are different…that’s what makes them interesting,” she would say.

“Heather, never turn a blind eye to someone who needs help, ” she would say.

“Heather, if you look at someone long enough, you’ll always find something to love,” she would say.

“Heather, hate breeds hate – it will never cease until we refuse to give in to it,” she would say.

Are you going? If so, have you thought about how you’re going to go about it?

I know that seems odd but trust me on this one, if you’re going to a national conference of this size, you need to think about it before you arrive. Over the years, I wrote a few posts about SHRM National: a few of my favorites to help you prepare are as follows:

I’ve got five national conferences under my belt now…and while many HR Pros can double that or more, I think many of us will agree on the following advice:

1. Download the app.

The SHRM16 app is a Godsend. With it, you’ll have a map of the convention center, a handy AND thorough list of all the sessions and their locations, bios of presenters, social calendar items, contact numbers, etc.

2. Have a strategy.

If you think you’ll wing it day by day, you’ll quickly become overwhelmed and won’t get your money’s worth. I’m not saying you can’t be flexible with your schedule! Rather, I believe you need to identify one or two sessions per day that you definitely don’t want to miss, and then work around those priorities.

I also think you need to identify one or two vendors you want to learn more about and make arrangements to meet with them. Don’t be swayed by the endless swag in the Expo Hall or, worse, stay away because of aggressive “selling.” Visiting the vendors is about getting to know products and services so you can be more valuable to those around you when you get home. (By the way, it is easy to meet one-on-one with vendors; contact them via social media and/or from their website…they will be happy to set aside some time with you.)

3. Live outside of your social circle

While I am an advocate for meeting with your local colleagues for a drink or two, especially since you rarely have time to do so during a normal work week, may I suggest that spending every moment of your free time with them will cost you in the long run?

Instead, make the most of your time away and diversify your professional network. Strike up a conversation in the coffee line, sit and talk with a stranger on the bus, or pro-actively engage in discussions with those around you before or after each session.

Trust me, there is ALWAYS something to be gained by another HR Professional, and most of us are willing to share what we know and what we have. (In 2010, I walked around and asked people if they would be willing to share their social media policies with me…I ended up with nearly 30 examples and just as many new colleagues and friends.)

4. Meet the speakers who inspired you, taught you something, or could be a future resource.

I can’t speak for every presenter but on behalf of many of us, we want to know we offered something of value. That being said, take the time to meet the speakers in person or, at the very least, connect with them online and let them know what you liked, what you gained, what you still wish to know.

Social media…and the internet in general…allows us to connect with people we previously didn’t have access to. Connecting online is easy! It takes but a moment and is virtually intimidation free, and the rewards for both parties far outweigh the effort!

The National Conference doesn’t just offer great concurrent sessions and seminars; it also offers opportunities for volunteer leaders to get together. This is a great opportunity for you, the “average Joe” to meet your local volunteers. Better yet, take the time to meet many of the other stellar volunteer leaders and find out how you can give back to your HR community!

My previous year’s posts offer some other relevant advice so I hope you take some time to glance over them. In addition, my fellow SHRM Bloggers have shared their insights so take a moment or two to read their stuff on the SHRM Blog.

I’ll be at #SHRM16 from Saturday – Wednesday; if you’re interested in meeting me in real life, let’s do it! I’m presenting a pre-conference session, The Tragedy of No HR Strategy, and on the Smart Stage with The Purpose of HR or you can give me a shout via Twitter @leadingsolution.

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33410James McDonald; Raising the Bar for Legal Counselhttp://blog.aleadingsolution.com/?p=3344
http://blog.aleadingsolution.com/?p=3344#respondTue, 07 Jun 2016 04:47:42 +0000http://blog.aleadingsolution.com/?p=3344Continue Reading]]>SHRM16 is right around the corner and it’s high time you start thinking about what types of sessions you want to attend.

Many of you are lucky enough to live and work in a location in which there is a strong and active local SHRM Chapter that offers consistent HR educational courses. Many more of you are lucky enough to travel to smaller or niche conferences when you need to fill that noggin of yours with some good information.

But many of you aren’t that lucky, and once per year, you rely upon this national conference to be taught, to be informed, to satisfy your curiosity, or to invigorate your spirit and passion for this great profession.

Shoot, even if you are one of the lucky ones, you probably look forward to attending SHRM National to get different perspectives or to dig deeper into a specialty discipline in HR. That being said, this conference’s attendees expect presenters to be fantastic! We are looking for someone or something we cannot get elsewhere!

Likewise, SHRM knows its conferences are only as good as its presenters and, therefore, its vetting process is a long arduous one!

I think SHRM has a gem in James McDonald.

Mr. McDonald is a managing partner in the national employment law firm, Fisher and Phillips, LLP. While he hails from Georgia, he is currently located in Irvine, California. He is an Instructor for the University of California, Irvine, Human Resources Management Program teaching Labor and Employment Law and his book, “California Employment Law: An Employer’s Guide” published earlier this year.

While his resume is impressive, what I like most about Mr. McDonald is that he is as close to an HR Practitioner as many attorneys get, receiving his HR professional certifications and serving as the “man on speed dial” for many of his clients when employee and labor relations issues come up. Is he in the trenches day to day? No, he’s not, but is his approach better than the boardroom tactics that many employers get from their legal counsel? I think so!

In any event, I liked Mr. McDonald almost immediately and I look forward to meeting him in person in DC. Having presented for five other SHRM National conferences in the last six years, he’s no stranger to SHRM and their conference attendees. This year, Mr. McDonald is offering two separate sessions:

In this session, Mr. McDonald presents his ideas about finding the line between being funny or authentic and being offensive. Or, to put it in another perspective, knowing the difference between being bothered by something you hear and being overly sensitive about it and crying foul. As HR Professionals, we are continually trying to ascertain where the sweet spot is! The people involved, the totality of the circumstances, etc. make finding the line…or defining the line…nearly impossible. But yet we have to find it, we have to define it, and we have to educate the workforce about it!

Failure to do so makes it difficult for HR Professionals to get people to play nice in the sandbox. Failure makes it difficult for us to refocus the workforce’s efforts on their work. And failure to find the sweet spot almost always results in an increased risk of legal action.

I look forward to this session; I present similar topics to audiences in Alaska. I believe it will be good for me to hear Mr. McDonalds perspective, as well as those of his participants.

Mr. McDonald created this presentation two years ago when it was obvious that employers who weren’t based in California but had employees living in the sunshine state were really screwing things up. (Truth…he didn’t really use those words but please allow me some creative discretion.) Mr. McDonald refers to California’s employment legislation as both “creative” and “burdensome” and suggested to me that while some other states believe they are progressive, only the country of France comes close to California in its employee-focused approach.

(Hmmm, both of these places have a high preponderance of rail thin pretty people and super pro-employee employment legislation…what could be the correlation?)

In any event, Mr. McDonald, who has authored a book on the same topic, will present 10 of the most common “pitfalls” organizations face when employing individuals in California and, as a bonus, he’ll also offer you his expertise to avoid these pitfalls at a super special secret* SHRM16 billable rate.**

I look forward to Mr. McDonald’s presentation because, while I don’t employ individuals in California, many of my clients do and I would be remiss if I didn’t increase my knowledge in that area.

* Mr. McDonald doesn’t know about it.** Made payable directly to me and in the form of cookies, preferably from the bakery down the street from the convention center but I would also settle for the ones which are sure to be in your boxed lunch.

As I stated earlier, conferences are only as strong as their presenters. If Mr. McDonald is any indication of the caliber of experts willing to share their knowledge with us, we’re in for a treat for SHRM16!

Connect with Mr. McDonald before you go, or go to his session a tad early and introduce yourself before he gets started.

I’ll be in both of his sessions if you want to meet me too…just look for the blogger attached to her laptop and looking for cookies.

]]>http://blog.aleadingsolution.com/?feed=rss2&p=33440What It Means To Be A Consultanthttp://blog.aleadingsolution.com/?p=3328
http://blog.aleadingsolution.com/?p=3328#respondThu, 14 Apr 2016 19:16:30 +0000http://blog.aleadingsolution.com/?p=3328Continue Reading]]>Some say what you do defines you. Other say you define what you do.

I am a consultant.

This doesn’t mean I am a narcissist.
This doesn’t mean I am smarter than you.
This doesn’t mean I have all the answers.
This doesn’t mean I can solve all of your problems.
This doesn’t mean I am an expert in anything in particular.

I am a consultant.

This means is I sell myself every day. When you call, I try to convince you I have something you need. When you email, I have to persuade you to trust me. When you see me in the grocery store, I assure you I am a better option than my competitor. And when we run into each other at our kids’ school, I put my game face on and prove to you that I am worth it.

I am a consultant.

This means I worry…a lot. I worry about you and your employees. I worry that my advice won’t serve you well. I worry about my reputation. I worry that I charged you too much. I worry that I charged you too little. I worry about being relevant. I worry about losing touch. I worry you won’t pay your invoice on time. I worry you won’t pay at all.

I am a consultant.

This means I work often. I work while dinner is cooking. I work while my kid does his homework. I work during my daughter’s soccer game. I work when I can’t sleep. I work before I leave for church. I work after choir practice. I carry a laptop more than I carry a purse and while I may work in my jammies, on my back deck or from coffee shops, I am working nonetheless.

I am a consultant.

This means my time is not my own. When you and your team are ready, I come to you. When it is convenient for you, I make myself free. When your training room is available, I rearrange my schedule accordingly. When you’re in a crisis, I drop my plans and head your way.

I am a consultant.

Funny enough, this means I am rarely a consultant. Instead, I am a marketer. I am a salesperson. I am a bookkeeper. I am an administrative assistant. I am a researcher. I am a data entry clerk. I am a tax person. I am a janitor. I spend 70-80% of my time being these people.

I am a consultant.

This means I do the best I can for you, for my family and for myself. Indeed, my livelihood depends on it.

I am a consultant.

Consulting is not glamorous, but it is interesting.
Consulting is not always enjoyable, but I delight in enough of it.
Consulting is not going to make me rich, but I make what I need.
Consulting is hard work, but I appreciate the learning that accompanies it.
Consulting is always scary, but I have grown stronger because of it.

Some say what you do defines you. Others say you define what you do.I am a consultant, so both are true.